Work Values in Western and Eastern Europe

Torgler, Benno

doi:10.2139/ssrn.1991060

Cited by 12 publications

(10 citation statements)

References 81 publications

(99 reference statements)

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“…Borooah 2009, Torgler 2011. However, the two regions involve a large number of countries with different cultural, socioeconomic and labour market conditions, so perceptions of work value and job satisfaction might differ not only between but also within them.…”

Section: Model Specification and Methodologymentioning

confidence: 99%

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Job satisfaction across Europe: differences between and within regions

Mysíková

Večernı́k

2013

Post-Communist Economies

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This study focuses on comparison of factors of job satisfaction within Europe. The rare comparative papers on this subject commonly compare Western Europe (WE) and Eastern Europe (EE) by pooling data on the two regions. By contrast, this analysis takes into account dis/similarities within each of the two regions. We use an ordered probit regression model based on European Social Survey 2010 and test the homogeneity of the two WE and EE regions. We apply a bottom-up psychological theory which divides factors into work-role inputs and work-role outputs. The results confirm the existing WE-EE gap in job satisfaction. Some factors show stronger effects on job satisfaction in one region than the other. The effects of gender and education proved statistically significant only in WE. Being paid appropriately is the most important work-role output and increases job satisfaction substantially more in Germany, France and the UK than in the rest of the WE region. Learning new things in work has the strongest positive impact in France, while Russia is the only country with a negative impact. The article provides a more detailed map of job satisfaction levels and its main factors across European countries.Subjective well-being, happiness and life satisfaction have experienced a huge boom in interest from researchers in many fields. Subjective data have been largely used by psychologists and sociologists and lately also by economists. Beginning with the innovative Freeman (1978) study, economists are increasingly concerned also with job satisfaction. Lower job satisfaction appears to be associated with behaviour of people on the labour market, such as a higher quitting rate (Freeman 1978), higher absenteeism or higher turnover. Satisfied workers might perform better (see Sousa-Poza and Sousa-Poza 2000b for discussion). Rodriguez-Pose and Vilalta-Bufi (2005) examined the influence of job satisfaction on economic performance across European regions, finding that it might have an even stronger effect on economic growth than education.The majority of studies on job satisfaction are single-country analyses, with much more attention devoted to Western Europe (WE) than Eastern Europe (EE). In contrast, there are few cross-country comparisons, which are associated with many problems. The relatively small sample sizes in surveys might mean that the models applied do not fit as well at the national level as they do at the 'all-country' level (e.g. Sousa-Poza and Sousa-Poza 2000b). Thus the first aim of the present article is to demonstrate that even an analysis of a single country over time encounters many obstacles, especially in some EE countries.The problems associated with collecting subjective data are perhaps the reason for the relative rarity of comparative studies. Moreover, these studies either include only WE countries (e.g. Kaiser (2005) with a focus on gender or Origo and Pagani (2008)) or are mainly focused on comparison between the EE and WE regions as a whole. Večerník

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Section: Model Specification and Methodologymentioning

confidence: 99%

“…Kaiser (2005) with a focus on gender or Origo and Pagani (2008)) or are mainly focused on comparison between the EE and WE regions as a whole. Večerník (2004) and Torgler (2011) analysed work values and found substantial differences between WE and EE. Borooah (2009) showed that the average level of job satisfaction was higher in WE than in EE.…”

mentioning

confidence: 99%

Job satisfaction across Europe: differences between and within regions

Mysíková

Večernı́k

2013

Post-Communist Economies

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“…Unemployment rates by country and time Generational differences in loyalty may be evident among participating employees in our study given the socio-economic transformation that occurred in the 1990s, and the corresponding changes in workplace environments. Generational differences are clearly evident in work attitudes and work ethic among individuals in former socialist economies (Denisova et al, 2007;Linz and Chu, 2013;Torgler, 2011).…”

Section: Generational Differences In Loyalty?mentioning

confidence: 99%

Promoting worker loyalty: an empirical analysis

Linz

Good

Busch

2015

International Journal of Manpower

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Access to this document was granted through an Emerald subscription provided by emeraldsrm:198285 [] For AuthorsIf you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to empirically assess the link between worker loyalty and expected rewards, with special attention to reward desirability. Design/methodology/approach -Using employee-employer matched data collected from over 10,880 employees in nearly 670 workplaces in six culturally and economically diverse former socialist countries, the authors investigate the link between worker loyalty and expected rewards, taking into account reward desirability. Worker loyalty is measured using a composite of four variables related to participant's commitment to staying at his/her organization. The authors employ both OLS and fractional logit regression analysis, clustering at the firm level, and restricting the pooled sample to include only those participants who responded to all questions used in this analysis. In the basic model, the authors include expected rewards, with an extensive set of worker and workplace controls; in the extended model, the authors add reward desirability and the corresponding interaction variables. Findings -Using pooled data, the authors find that loyalty is positively correlated with expected rewards, and most strongly linked to the intrinsic reward chance to accomplish something worthwhile. When reward desirability is taken into account, consequences of unmet expectations emerge, and the relative importance of respectful and friendly co-workers diminishes. Neither generational nor lifecycle differences in loyalty are evident. Research limitations/implications -Due to financial constraints, country samples included in the pooled data are not nationally representative; nor are workplace samples representative. Personal contacts of local project coordinators and the snowballing technique used to expand the number of participating workplaces, as well as the requirement that participants be able to read the survey instrument, may contribute to selection bias. As such, the findings should be viewed as taking a preliminary or exploratory step toward developing a more global perspective of factors influencing worker loyalty and ...

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“…Se ha destacado también una relación directa entre educación y valoración con el empleo, medido con el criterio de satisfacción en el trabajo (Rodríguez-Pose y Vilalta, 2005;Clark, 1996;Long, 2005;Torgler, 2011). Una relación un poco diversificada se percibe cuando los altos niveles educativos orientan la construcción de expectativas laborales, pero esta se encuentra en función de variables de control como la complicación de la labor realizada y los niveles de "inteligencia".…”

Section: Escolaridad Y Centralidad Del Trabajounclassified

“…Diversos estudios han hecho hincapié en señalar que las mujeres valoran en menor medida el trabajo a diferencia de los varones (MOW 1987;Sharabi y Harpaz, 2013) y particularmente decrece la postura en mujeres con hijos(as) (Harpaz y Fu, 1997). Las razones versan en que la continuidad en estilos de vida y condiciones en las que el trabajo no es prioridad para las mujeres hará que las diferencias en centralidad, satisfacción y compromiso laboral sean inferiores comparativamente (Long, 2005;Torgler, 2011).…”

Section: Centralidad Del Trabajo Y Sexounclassified

centralidad del trabajo en Estados Unidos de América. Una exploración transversal

Reyes

Artiles

2018

soc.eco

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Las sociedades capitalistas occidentales han definido ideológicamente el trabajo como la actividad generadora del sostén material -individual y colectivo- que conforma las bases de la cohesión social y que proporciona vir- tud a los sujetos. Sin embargo, en el contexto contemporáneo su importancia tiende a disminuir a causa de las transformaciones en los procesos productivos y de las condiciones precarias de empleo imperantes. Así, el obje- tivo de este artículo es exponer el comportamiento estadístico de la centralidad del trabajo en Estados Unidos de América a través de la Encuesta Mundial de Valores (World Values Survey), en los levantamientos de 1995 a 2014, mediante análisis transversal o de prevalencia, en relación con variables socio-demográficas elementales. Con lo anterior se ofrece un panorama general, y se hace énfasis en la última oleada, para evidenciar y explicar la tendencia hacia la poca valoración del trabajo.

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Work Values in Western and Eastern Europe

Cited by 12 publications

References 81 publications

Job satisfaction across Europe: differences between and within regions

Job satisfaction across Europe: differences between and within regions

Promoting worker loyalty: an empirical analysis

centralidad del trabajo en Estados Unidos de América. Una exploración transversal

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